Social Needs In Maslow's Hierarchy Of Motivation And Management

In looking at a study from Baron University conducted by Dr. Nathan Baron, it has become evident that managers typically do not have a well-informed understanding of their employees’ desires. Per the surveys that were distributed during the study, management disclosed that they thought their workers wanted a higher salary, job security, and room to grow within their organization. Then, those manager’s workers were asked what they wanted and they contradicted the manager’s thoughts by saying they wanted a fun, intriguing job, and acknowledgement when they did good work. Misinterpretation like this makes it extremely hard for management to keep worker productivity, moral, and motivation high. In order to determine an employee’s motivation, management

When employees can be social in their work places they typically feel more comfortable. One way of satisfying this need includes hosting off site bonding/ training sessions. These can be extremely valuable because employees have the change to meet people from outside of their department, learn more about existing coworkers, and learn how to work together. While team-building exercises are often looked down upon, the social connections that are made have a great impact on life inside the office. Cooperating with coworker’s commands respect and willingness to be easy going, because it’s a two-way road. You cannot always have your way, compromise is necessary in the business

This can be described as the point to which, “Duty becomes pleasure and pleasure is merged with duty”. In other words, individuals can achieve their true potential and embodying truth, meaning, wisdom and justice in their words and actions. Self-actualization moves them to a higher plateau of understanding as well as a greater empathy for the needs of others. This is often the hardest part for managers to observe due to its complexity. In looking at an employee’s goals, managers can help employees plan and achieve their goals using a tactic called SMART. SMART stands for specific, measurable, attainable, realistic, and timely. Using this tactic brings structure and trackability into your goals. These plans can easily be incorporated into performance reviews and can eventually lead to self-improvement and increased